- Decent salary if you work 40 hours, not so much for actual hours put in.- Good location- Good desk size- Company discounts available

Cons

- Work environment heavily micro-managed- Neurotic leadership- Constructive criticism doesn't exist, just snowballs into explosive interactions instead of positive criticism and reinforcing those values- Questionable ethics- Constant yo-yo of emotions and decision changes; never any consistent direction, ever-changing instead of having one goal or one idea.

Advice to ManagementAdvice

Take a moment to look closely at WHY the turnover is so high at the KC branch. What are the constants, and what are the connections? That should tell you something.

This is an unstable environment with a lot of turn over. The core team doesn't want anyone to come in from the outside and work harder than they do because that would threaten them so they are unfriendly to any new employee from the start. Poor management style due to lack of training and favoritism to certain employees. They hire a new technical recruiter every few months due to turn over and when a new recruiter starts, the recruiter quickly finds out that they are only working with telecommunications job orders and there aren't any technical job orders to work on. As a new member of the team, you are required to work a full desk and generate your own accounts which isn't bad except for the fact that the core team (the employees who are favored and not let go) isn't required to do the same, they only recruit for the telecommunications requisitions and do not cold call for any new accounts or make calls to reactivate accounts that hadn't done business with them in a long time. The favorites of the team have been given the telecommunications accounts for ongoing account management and these accounts are the only accounts they work on. Once the new technical recruiters have landed a few new accounts and made a couple of placements, they are terminated and the core team continues to work those accounts and candidates. After which, they are not worked correctly due to lack of training so once again the only job orders that are worked on is the telecommunications which were handed to them. Then, time to hire a new recruiter to bring in more business for the core team.

Advice to ManagementAdvice

Hiring new recruiters to fill the pipeline every few months doesn't solve the problems because the core team hasn't been trained to continue to manage the new accounts so they are then not worked and accounts are eventually lost. The ongoing solution has been to hire a new recruiter and bring on more accounts,. A revolving door isn't the way to build the business, keep the good recruiters regardless of personal favorites.